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Mixing social media and job duties can be a win-win—or not. How professionals who cultivate their own online identity may pose a challenge for their companies, bosses and co-workers.
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A CEO and the HR function are uniquely, inexorably linked. HR actively touches every element and person in an organization. The CEO is the one person accountable for keeping all company functions aligned and moving in the right direction. And because the CEO is also the only individual who touches every element and person in an organization,
HR should be the conduit that helps or hinders these vital connections.
HR is a reflection of how a CEO sees his/her role in leading the organization’s people and culture.
If the CEO isn't accountable for a company's people and culture, who is?
And why their "bad" decisions might be more rational than you'd think.
“Most of us know we would rather work with a leader that engages us, values us and treats us with respect. Yet some scholars still question whether or not emotional and social intelligence matters in leadership effectiveness. Over the past 10 years, numerous studies have been published and even more are continuing to emerge showing just this effect. EI and SI do matter a great deal in producing leadership effectiveness.
Research shows you'll do better work if you take more down time. Keep that in mind this Thanksgiving.
Let's not become so infatuated with vision that we forget process.
modelH is a co-creation forum dedicated to building an open source business model canvas for the US healthcare system.
La fin de l'article relate des métriques interréssantes de customer experience
The true difference between success and failure is your ability to get and keep yourself motivated.
"The human brain is a sophisticated instrument. At its core, however, it’s nothing but the organ of an animal, prone to instinctive responses. This instinctual brain operates according to what I call the “X Framework,” a concept that emerges from studies on animal and human behavior, particularly those linking behavior to brain functioning."Like our primate relatives, humans are governed by two neural pathways that you can envision crossing in an X formation. The first takes us from a state of high physiological arousal, often manifest as anger, fear, and anxiety, and governed by the chemical cortisol, down to a place of comfort, typically produced by the calming hormone serotonin. The second moves us from a state of low physiological arousal — what we think of as boredom or apathy — toward excitement, thanks to the naturally occurring stimulant dopamine.If the brain is experiencing highly physiologically arousing emotions associated with stress, then our first instinct will be to stay away from excitement and seek comfort instead. Studies have shown that primates under stress, for example, will not pursue new territories or mates. Under stress, humans also hang on to the familiar. Once the brain calms, however, it becomes prone to boredom. It will then begin to seek arousal in the form of dopamine, from the excitement pathway. This is when both you and your baboon friend will seek out new territories.From the perspective of innovation this is critically important to understand, and will help you get the best from yourself, your colleagues, and your boss. … Corporations worried about losing their edge often try to force their employees to work “better, faster, stronger” by applying more pressure or using threats and ultimatums. They believe that the stick, not the carrot, will be more effective in breeding innovation.Studies show, however, that stress is a poor motivator…. Of the brain’s two basic neural pathways, the first — from anxiety to calm — does not inspire outside-the-box thinking. Workers are so insecure and stressed that they creep along in terror until they find safety. The goal, then, is to get workers engaging the second pathway — from complacency to excitement — which is much more likely to trigger innovation. That shift is achieved primarily through positive reinforcement: encouragement, respect, and enhanced responsibility....Democratizing where innovation can come from, encouraging grass-roots ideas, and utilizing social recognition are powerful methods for encouraging innovation. But the most inspiring method is, as Gandhi affirmed, to “be the change.” A manager who takes time to feed her own creative side well is the one who knows how to elicit the creativity of others best....The secret to success is to determine which neural pathway the target audience favors. Those focused on traveling between stress and calm will be less likely to embrace new ideas; they’re clinging to the familiar. Those riding the boredom-excitement highway will relish a new opportunity.It’s not hard to figure out who favors which pathway; people habitually tend toward one or the other. Type I personalities, as I call them, don’t veer from the groove between stress and comfort. They’re terrified of making mistakes. By contrast, Type II personalities are those who tend to move between boredom and excitement. They typically fear missing out on new experiences and see mistakes not as debilitating but as exciting. They reframe failure as opportunity, and see challenges as something fun.This piece is adapted from five essays on innovation in the workplace by Baba Shiv, the Sanwa Bank, Limited, Professor of Marketing, Stanford GSB, and the R. Michael Shanahan Faculty Fellow for 2013-14."
Recent polls show that a lot of companies are unhappy with their marketing partners--and vice versa. Advertising exec Curt Hanke explains what's wrong with the current state of marketing and how to fix it.
You have limitless creative ability, but you must believe it to achieve it.
Positive futures depend on belief in self.
(From the article): The average adult thinks of three to six alternatives for any given situation. The average child thinks of 60. Why does this change as we mature? People stop believing in their creative abilities.
What is sad is that school dulls the creativity of children. It is all down hill from kindergarten on. We need to instill the wonder of a beginner's mind in our students and let them carry it into adulthood.
Humility is often associated with weakness - not with strong leaders. In his new book David J. Bobb explains why that's a mistake.
"Humility asks us to acknowledge our imperfections. It requires that we admit when we are wrong and then change course."
¿Qué te detiene a para mostrar tu vulnerabilidad? La humildad es una fuente de fuerza profunda que genera liderazgo!
It takes great strength to display humility:-)
The global economic crisis has had a profound impact on people’s well-being, reaching far beyond the loss of jobs and income, and affecting citizens’ satisfaction with their lives and their trust in governments, according to a new OECD report.
In today’s interconnected world, networks for sharing knowledge are increasingly important.
Making the leap isn't easy. Here's how to manage by report and not by sight.
Happiness is so interesting, because we all have different ideas about what it is and how to get it. So naturally we are obsessed with it.. I would love to be happier, as I’m sure most people would, so I thought it would be interesting to find some ways to become a happier person that are actually backed up by science. Here are ten of the best ones I found
Lees dit artikel, voor werkelijk effectieve tips om je levensgeluk op een hoger plan te brengen. Compleet en praktisch toepasbaar.
This article is jam packed with great ways to increase happiness levels, contentment, and joy in our lives.... also debunks a few of the myths of what we think makes us happy. Worth the read.
New research suggests that hiring a CEO with previous experience in the role is not always wise.
Flat structures work, and work better.
Base your marketing strategies on what you're selling.
Experienced executives bring structure, motivate employees and influence customers, and help you scale.
Collaborative work has built-in tensions. Here's how to resolve them.
Are you a mover, a perceiver, a stimulator, or an adapter? Modes of thinking can be understood in terms of how the top and bottom—rather than right and left—parts of the brain interact.
Contrary to what you might think, your job is not to execute. Here's what you should be doing instead.